Padmashree DR.D.

y Patil university Department of business management

Subject:

QUANTITAIVE TECHNIQUES IN HRM

Project on: PERFORMANCE APPRAISAL AND COMPENSATION IN BHARTI AIRTEL

Submitted By: DIVYA MULLOLI (MBA- HR) (011159)

Submitted To:

PROF. VANI

BHARTI AIRTEL Bharti Airtel Limited (NSE: BHARTIARTL, BSE: 532454), commonly known as Airtel, is the largest Indian telecommunications company that operates in 20 countries across South Asia, Africa and the Channel Islands. It operates a GSM network in all countries, providing 2G, 3G and 4G services depending upon the country of operation. Airtel is the world's thirdlargest mobile telecommunications company with over 261 million subscribers across 20 countries as of August 2012. It is the largest cellular service provider in India, with 200.00 million subscribers as of 09 August 2012. Airtel is the third largest in-country mobile operator by subscriber base, behind China Mobile and China Unicom. Airtel is the largest provider of mobile telephony and second largest provider of fixed telephony in India, and is also a provider of broadband and subscription television services. It offers its telecom services under the airtel brand, and is headed by Sunil Bharti Mittal. Bharti Airtel is the first Indian telecom service provider to achieve Cisco Gold Certification.[6] It also acts as a carrier for national and international long distance communication services. The company has a submarine cable landing station at Chennai, which connects the submarine cable connecting Chennai and Singapore. It is known for being the first mobile phone company in the world to outsource all of its business operations except marketing, sales and finance. Its networkbase stations, microwave links, etc.is maintained by Ericsson, Nokia Siemens Network and Huawei, and business support is provided by IBM, and transmission towers are maintained by another company (Bharti Infratel Ltd. in India). Ericsson agreed for the first time to be paid by the minute for installation and maintenance of their equipment rather than being paid up front, which allowed Airtel to provide low call rates of 1/minute (US$0.02/minute). During the last financial year (2009 10), Bharti negotiated for its strategic partner Alcatel-Lucent to manage the network infrastructure for the tele-media business. On 31 May 2012, Bharti Airtel awarded the three year contract to Alcatel-Lucent for setting up an Internet Protocol across the country.This would help consumers access internet at faster speed and high quality internet browsing on mobile handsets.

OVERSEAS PROJECT (technical requirements, assistance and solution to overseas clients) Airtel has a department which focus on international expansion which provide technical requirements, assistance and solution to overseas telecom industries. The Airtel tech team works with the overseas company on a contractual basis wherein the engineers and experts from airtel have to work with the overseas company abroad for a specific period of time (1-3yrs).

BUSINESS STRATEGY Create customer value by offering customized solutions. To offer services in pace with technological developments. Moving up the value chain. Capitalize on expected scarcity of qualified technical professionals & offering customer specific professional Services. International expansion.

AREAS OF PROJECT SERVICES OFFERED Wire line Networks o Optic Fiber Cable Projects Project Management Consultancy. Optical Fib1er Backbone Implementation Services. Optic Fiber Metro Ring Networks. POI connectivity links. Annual Maintenance of optical fiber Networks.

o CopperAccessNetworkProjects Survey Design & Documentation. Project Management Consultancy. Conventional CAN project Implementation. DSL based Copper Access implementation services. Network Projects.Subscriber cable

Wireless Networks o Microwave radio link Projects Project Management Consultancy PDH / SDH radio links -Implementation Services Network optimization & expansion

 Annual Maintenance for Radio Networks

o GSM / CDMA Network Projects Network planning, Survey Design & Documentation Project Management Consultancy GSM / CDMA -BTS & BSC Installation & Commissioning Services Network optimization & expansion.Annual Maintenance for Radio Networks

APPROACH FOR SURVEY AND DESIGN Based on client objectives, important inputs, design guidelines and network requirements, site survey plan is prepared by experts and check lists are given to Site surveyors. Under guidance of experienced Civil and Telecom engineers, the site survey and other relevant data collection is undertaken. Based on site survey data and client requirements, planning and engineering is done to workout preliminary design . This design is discussed with client for fine tuning and final design approach is drawn. Once the final requirements are clear, design finalization and engineering documentation is undertaken. In case of Copper Access Networks, based on preliminary subscriber density assessment, proposed RLU / Cabinet coverage areas are worked out. Further planning and designing for Primary and or secondary copper access network design is worked out. This includes conduit system, direct buried cable routes and type of cable, location of DPs, jointing / exchange entry chambers, stumps, MDF / IDF termination plan, wiring diagram etc. The exact requirements for design and documentation are initially jointly listed with client and based on which design details are worked out. Apart from above the extraction of Bill of quantity for Civil works and Telecom works is worked out. This also includes road crossings needing thrust boring, bridge crossings / culvert crossings with appropriate method, restoration of surface ( asphalt/ concrete / interlock ties / landscaping etc.) The drawings of various type are prepared to the scale / Not to Scale as agreed and hard copy sets ( as per contract) and soft copy of final drawings are submitted to client. Other documents as per contract agreement are also supplied in agreed quantities

 For Copper access networks we undertake Fundamental survey and preparation of Key Map / Fundamental plan, cabinet area drawings ( civil and telecom), primary cable schematics, secondary cable schematics, duct allocation drawings, MDF layout plan, wiring diagram, jointing schedule etc. With changing concept of conventional Copper access networks to RLU based modern distributed copper access networks we shall be in position to undertake survey , design and documentation for same.

STRENGTHS Company has professional management team and team of experienced engineers which continuously thrives to meet customer technical requirements and project commitment schedules. Right from understanding client requirements, conceptualization, survey, design planning, coordination through implementation till commissioning our close association with client and quality of our work and services has always given us an edge over other contractors. The result of our work dedication and focused approach has given us satisfied clients.

STEPS Performance standards: Giving the employee performance elements and standard in writing. Informal reviews: dicussion ,counselling and maintaining log records. Formal review: appraisal forms, preparation for appraisal Appraisal issue: employees are given appraisal reports for their performance. Appeal: handling of any dissatisfaction in appraisal

PERFORMANCE APPRAISAL TECHNIQUES USED BY AIRTEL

ESSAY TECHNIQUE In essay technique the appraiser have one on one session with the appraisee and then the appraiser records overall impressions about employee : strengths, weaknesses,promotability, development needs in a essay form. CRITICAL INCIDENT TECHNIQUE Employees are given day to day task and this task are evaluated by the appraiser on the basis of its goal attainment and success. Daily log of what the employee does is maintained. FORCED DISTRIBUTION RANKING In this technique comparison in between the employees are undertaken. Relative rankings of employees with each other. Employees allotted to certain performance category. But the appraisers believe that this technique is difficult as comparison between employees does not provide potential results as these individual would have different way and style of working.

E- POWERING Performance appraisal of the employee level of awareness and understanding of IT . This is necessary as this team will be dealing with technologies used aboard. Hence an appraisal of this is important. COMPETANCY BASED PERFORMANCE APPRAISSAL Competency-based performance, evaluates large sets of capabilities and knowledge which, if put to good use, can significantly improve organizational productivity to a much greater extent than just doing a job using an existing skill set.

CLIENT FEEDBACK In this technique Airtel ask the client company to provide a detail report about performance of their team and rate them accordingly.

WORK BENEFITS

At bharti airtel, they believe in rewarding talent whenever and wherever it's due. Through a "Total Rewards Approach", they offer deserving employees, performance bonuses, guaranteed cash, short term and long term benefits as well as stock options. A fine blend of the aforementioned benefits as well as tremendous growth opportunities in career growth makes life at airtel exciting as well as encouraging. By combining on-the-job learning, involvement in key projects, mentoring programs and exposure across various businesses, airtel offers all its employees, guaranteed job satisfaction resulting in a Total Employee Proposition. COMPENSATION MANAGEMENT Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness.

Total compensation approach They employees are provided with fixed salary depending upon their designation and the work undertaken by them. Pay competitively in the market. Airtel conducts research on the compensation packages available in the market on a regular basis and review their compensation packages as per the result derived from the result.

Reward right leadership behavior After conducting performance appraisal the employee which has satisfied the standards of appraisal are rewarded. Rewards might be in the form coupons, trophy, certificates etc. Incentive schemes Employees those who have performed extraordinarily well are given incentives for their performance.